A Deeper Look into the Benefits of the Millennials

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Figure 1. Summary of Surveys of Millennials Throughout Time (Bannon, 2011) 
Other generations tend to view millennials as unmotivated, disloyal, self-centered, and disrespectful. There is a “widespread concern about how communication with Millennials will affect organizations and how they will develop relationships with other organizational members” (Karen, 2010). This concern is understandable, for millennials are often portrayed in a negative light. However, there are many benefits to working with millennials. Some positive qualities of millennials include that they work well in teams, are accustomed to collaboration, are motivated to make an impact on the company, prefer honest communication often, and have “ease with communication technologies” (Karen, 2010). 
Although there are different ages of people that make up the millennial generation, they all portray the same traits in one way or another. They grew up with technology at their hands, they value moral responsibilities and company cultures, and they want to provide quality work (Bannon, 2011). The millennial generation has a strong desire to work because they like having an impact on others. Although they are not a perfect generation, there are many benefits to having the millennials in the workplace.  

Diversity 

Millennials accept others for who they are, and they welcome diversity into the workplace. It is crucial to be respectful of other cultures and generations because they will be working together every day to achieve the same goal. The millennials are an inclusive and diverse group which is beneficial for international assignments. They are granted the opportunity to travel internationally to work with others in their cultures. They can learn techniques and habits used in other parts of the world that can be beneficial when they return to the United States. It is becoming more popular for students to study abroad and connect with others from different cultures and companies (Payton, 2015).   

Technology and Social Networking 

When employers see millennials on their phones texting, using social media, and playing games, they view it as a complete waste of time. What these employers are blind to see, is how many companies are now promoting themselves through social media to become more known and to communicate with their customers, stakeholders, and employees. This allows the employers to be aware of the customers’ needs, so they can adjust their business accordingly. Without social-networking, it would be difficult for employers to know what they are doing well and what they need to change. They can receive consistent feedback, which allows them to constantly improve their business (Payton, 2015).  
With the help from millennials, companies have also been able to add different technological devices to their companies that have helped them advance in ways they never thought they would. They find new platforms allowing them to easily communicate what their products do, how to get help if they have any questions, etc. Virtualization has been a huge success over the past decade. It helps to “eliminate duplicate copies of data on real storage devices” and makes everything more time-efficient (Oesch, 2015). Before technology, everything was handwritten and done on paper. Copies would easily be lost and there would be no proof of sales. With technology, employers can keep the records on an electronic file where they will not be lost. 

Education 

The millennials are on the verge of becoming the most educated generation in American history. This was made possible because going to college has become normal. Most millennials seek to learn more and expand their knowledge. According to Pew data in 2016, 49% of children aged 18-24 years old were enrolled at a college (Hall, 2016). The major change that has been made is employers are looking for candidates who have a higher level of education than a high school diploma. They believe the more education an individual has, the wider their skillset is, and the greater the impact will be on the company (Sherman, 2018). 

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